Chapter 5
E
64. Advantages of a formal job application form can include all the following EXCEPT: A. information is directly comparable between applicants B. it is a sample of the applicants own work unlike a professionally prepared résumé C. it collects the required information D. it can have a signature line attached to an authorization and an affirmation of truth of information E. a description of the job
B
68. Hiring from a large, diverse pool of candidates: A. makes the selection choices more difficult B. can offer greater flexibility and capabilities C. offers a greater choice of job applicants D. creates a lengthy recruiting process E. is administratively very difficult to do
C
76. Recruiting specialists are known as: A. selectors B. employment resource specialists C. recruiters D. selection specialists E. interviewers
B
A human resource department has a legitimate reason for asking for the following on a job application: A. place of birth B. address C. religion D. national origin E. marital status
B
A significant cost of a "bad hire" that is difficult to quantify in monetary terms is A. total advertising costs B. number of lost customers or resources C. recruiter's travel expenses D. time it takes to conduct reference checks E. applicant testing costs
F
A successful recruiter is one who has ignored recruitment constraints placed in his/her way by the organization
E
Ads generally do which of the following? A. describe the job B. identify the employer C. give information on how to apply D. indicate required skills and abilities E. all of the choices
F
Although advertising is inexpensive it is ineffective as a means of seeking job recruits.
B
Although among the most common of recruiting methods, ads can have drawbacks such as: A. they tend not to attract many applications B. they lack a certain secrecy that may be required on occasion C. they can be relatively less expensive than other methods D. they involve using print media E. they can give a fair amount of detail if desired
F
Among environmental conditions that constrain recruiting are compensation and internal promotion policies
B
Among possible outcome(s) with offering a buy-back to a departing employee is that: A. overall employee morale generally rises within the organization B. other employees may expect similar raises C. it is illegal in most provinces D. it can result in the employee doing less E. the employee may reject the buy-back due to the ethics of not reporting to the new job which they had previously accepted
A
Among the fundamental objectives of Employment and Social Development Canada is: A. working to improve the standard of living and the quality of life for all Canadians B. directly enforcing employment equity legislation C. permitting workers to find work in the own communities regardless of cost D. enforcing a safe, stable, fair, and productive work environment for all Canadians E. promoting international labour legislation
F
Because most job applications are standardized forms, it is difficult for a recruiter to match an applicant's objective with the organization's needs.
C
Because the economic environment can change quickly, recruiters should monitor changing statistics and conditions which include all of the following EXCEPT: A. employment statistics B. leading economic indicators C. cash flow D. want ad index E. predicted sales levels versus actual sales levels
A
Concentrating on employee referrals as a form of recruiting: A. can lead to charges of direct or systemic discrimination B. can be a costly recruiting method C. will bring in employees that likely have different work habits to current employees D. can and generally does substantially increase workplace diversity E. generally provides a very poor quality of applicant
E
Constraints on recruiting can include all the following EXCEPT: A. organizational policies B. costs C. inducements D. recruiter habits E. access to a large, skilled applicant pool
T
Demanding a high degree of experience in certain jobs as an artificial requirement could be seen as discriminating against some applicants.
T
Departing employees could be a source of job recruits if they could be persuaded to stay.
D
ESDC offers a variety of programs for both employers and prospective employees that include all of the following EXCEPT: A. promote skills development B. address the employment and skills needs of those facing employment barriers C. labour market integration of recent immigrants D. workers compensation E. dissemination of labour market
T
Employees are likely to be loyal to their employer only if they believe the organization values them. Nevertheless, there may be generational differences in the extent to which workers plan to spend their careers with their current organizations.
F
Establishing pay ranges helps reduce compensation policy constraints on recruiting
T
Experienced recruiters can use the work history section in a job application to determine if listed job duties and responsibilities may have been exaggerated.
B
External recruiting offers possible advantages including: A. the acquisition of new skills and knowledge B. newer ideas and novel ways to problem solve C. extended training and orientation period D. an automatic fit between the new employee and the organization E. increased morale and motivation among current employees
F
Human rights legislation has made recruiting by use of employee referrals illegal due to its discriminatory nature.
F
In competitive recruitment environments, recruiters will often employ a single recruitment method and then track that method to see the number of applicants, the quality of applicants, and the number who eventually accept and perform the job well, and even retention rates.
A
In many cases one of the key jobs of the recruiter is A. to sell the company to eligible recruits B. to learn about eligible applicants and make the jobs fit them C. to encourage all applicants to apply regardless of eligibility D. to guarantee employment for good applicants E. to develop job standards based upon the applicant pool
T
In many provinces it is illegal for a private employment agency to charge applicants a fee.
D
In preparing a resume, which of the following is highly relevant? A. grammar and syntax B. using specific words C. personal goals D. work experience E. education
T
In today's global knowledge economy highly skilled and motivated workers can be a real competitive advantage
D
Internal factors that constrain the recruiting function include all the following EXCEPT: A. human resource plans B. organizational policies C. costs D. environmental conditions E. recruiter habits
A
Internal recruiting can offer advantages such as: A. more accurate prediction of the person's chance of success B. bringing in "new blood" C. usually creates a drop in employee morale by those who were passed over for promotion D. new ideas introduced into the organization E. removing undesirable employees
T
International hiring policies are seen as an organizational restraint on recruiting.
E
Issuing an instruction to recruiters to "find the best and most experienced applicant you can, " can have all the following problems EXCEPT: A. it can be expensive B. if a high degree of experience is not actually needed there could be charges of discrimination C. experienced people can become bored if the job doesn't really require them D. the definition of "most experienced" can be somewhat vague for many jobs E. contravenes human rights legislation
T
It is not unusual for search firms to charge expenses plus 30% of the candidate's gross starting salary as their fees for a successful hire.
T
Job requirements are considered an organizational constraint to recruiting.
T
Job requirements influence the recruiter's method of finding satisfactory applicants
E
Key recruitment decisions in strategic human resource planning include all the following EXCEPT: A. gaining competitive advantage from human capital B. investing resources into recruitment C. developing the benefits of a diverse workforce D. focusing on employee development E. current sales and budget figures
C
One advantage of blind ads includes: A. less internal (to the organization) confidentiality B. encouraging applications from people who want to work for that organization C. reduction of telephone inquires D. good (and free) organizational public relations E. that they always attract only the best applicants
A
One advantage of the signature line on a job application form is: A. it provides permission from the applicant for the employer to verify information B. verification that the applicant knows how to read the application form C. allows the applicant the opportunity to change information at a later date D. makes the application form "look professional" to external applicants E. required under various provincial human rights acts
T
One of a recruiter's first steps after identifying job openings is to review job analysis information.
T
One of the better indices to measure the recruiting function is "offers-applicants ratio" and this compares the number of job offers extended with the total number of applicants received for each recruiting method.
F
One of the indices used to measure the recruiting function is "quality of hires and costs" and that is based on the number of hires compared with the direct costs of recruiting (recruiter's salary, travel expenses, and job advertising costs).
T
One problem with campus recruiting is the difficulty of assessing applicants who usually possess little or no relevant experience.
C
One very effective and virtually no-cost recruitment source for employers is: A. newspaper advertising B. walk-ins C. ESDC information and databases D. private employment agencies E. job fairs
T
One way to target potential recruits of specific demographic or ethnic groups could be specific transit advertising placed at particular bus or subway stops.
F
Perhaps the most significant difference between search firms and placement agencies is their approach. Professional search firms hope to attract applicants through advertising, but placement agencies actively seek out recruits from among the employees of other companies.
B
Private employment agencies (usually): A. hire permanent employees for organizations B. advertise for and provide to an employer, a stream of applicants C. cash federal employment insurance cheques at a discount for people D. gather and screen applicants for themselves E. are another name for human resource departments in private organizations
C
Producing a good system for tracking ____________________ success saves time and effort down the road and can have a substantial impact on the organization's ____________________. A. recruitment quality; employee moral B. retention success; bottom line C. recruitment success; bottom line D. retention success; employee moral E. recruitment success; retention success
F
Professional search firms are the same as private employment agencies except that they are federally licensed and regulated.
F
Public employment agencies are sometimes called "headhunters."
F
Recruiters regard a formal job application form as usually redundant and only useful for those applicants who do not bring in their own written information.
E
Recruiters, like all people, tend to develop work habits. Which of the following are true of such habits? A. they can eliminate time-consuming deliberations that reach the same answers B. they can perpetuate past mistakes C. they can obscure more effective alternatives D. they often come from previous recruitment successes E. all of the choices
T
Recruiting abroad can be much more time consuming with tasks such as acquiring employment visas.
T
Recruiting by means of employee referrals could bring charges of discrimination under the Human Rights Act.
F
Recruiting for several job openings simultaneously can increase recruiting costs.
D
Recruiting is becoming more challenging because of all of the following EXCEPT: A. aging population B. stiff competition for talent C. rising compensation costs D. technological advances E. rising aspiration levels among new entrants
T
Recruiting on television is seldom done because the results rarely justify the expense.
A
Recruiting the best candidates today: A. can be a means of developing a competitive advantage B. means increasing future recruiting and training expenses C. is too expensive to do most of the time D. is done usually without trouble or expense E. is illegal under employment equity legislation
T
Recruiting via employee referrals generally tends to be an effective technique.
T
Recruitment is the process of finding and attracting capable individuals to apply for employment
D
Recruitment methods can include all the following EXCEPT: A. write-ins B. walk-ins C. employee referrals D. job description analysis E. billboards
D
Research into campus recruiting has indicated that all the following aspects of recruiters are important to students EXCEPT: A. being well informed B. being honest C. being skilled at their job D. only playing up the strengths of their organization, even if exaggeration E. respecting the interviewee
D
Some observers believe that the growing popularity of professional search firms is due to all the below EXCEPT: A. search firms can be more objective B. there is a lower cost per recruit C. there is an overall higher success rate in recruiting the right person D. there is a higher cost per recruit E. they free up time for the human resource department in the hiring organization
C
Some popular measures of the effectiveness of the recruiting function include the following EXCEPT: A. cost per hire B. quality of hires compared to costs and methods C. quality of job descriptions and standards D. offers to applicants ratio E. time taken to fill a position
T
Some recruiters employ databases where resumes are stored and easy access is provided through key word searches.
E
Sources for finding potential recruits can include which of the following: A. labour organizations B. the Internet C. departing employees D. educational institutions E. all of the choices
T
Studies have indicated that the age and title of a recruiter may be factors in creating a favourable impression in campus recruiting.
A
The Job Bank is an example of a: A. program B. private Internet site C. private employment agency D. government program run by MFO (ministry of fisheries and oceans) to help Atlantic fishermen E. program that the federal government posts available public service jobs
F
The advantage of LinkedIn over Google+ for recruiting is that a greater number of conversations and engagement can take place on LinkedIn.
E
The benefits of recruiting from within include: A. employee familiarization with the organization B. employee is "known" to the firm C. increased workforce motivation D. possible lower recruiting costs E. all of the choices
T
The budget will determine the methods the recruiter can afford to use. For instance, television advertising may be too expensive to use for filling two positions in a small organization.
T
The costs of recruiting could outweigh the benefits.
T
The following are a few attributes of good job ads: they attract attention, use short sentences with familiar action-oriented words and contain all relevant information about the job and the firm.
A
The following are all reasons that professional associations can be a valuable source for recruiters EXCEPT: A. that many such associations regard recruiting as an activity that is beneath them B. that members of professional associations tend to be more informed about developments in their field C. that some associations have publications that accept classified advertisements D. that it assists recruiters to hone in on specific specialties, particularly in hard-to-fill technical areas E. that it may lead recruiters to higher-quality applicants
B
The following statement will answer which of the questions outlined in the text book that aid recruiters in selecting the best recruitment method? "Collective agreements in place at the organization may obligate the recruiter to rely on internal versus external recruiting, and to use specific recruitment sources." A. what has worked in the past B. are there labour agreements in place that specify recruitment options C. what is the skill level required D. what sources are available in that industry and geographic region E. how many recruits are needed
T
The key thing to know is the needs and motivations of the target recruits as the inducements offered to them will appeal to their needs and motivations differently.
C
The key to success in recruitment is: A. getting people to apply for jobs regardless of fit B. getting a very large number of people to apply C. getting the right type of applicant D. getting a lot of applicants at least cost E. hiring the best person
T
The strategic choice of internal versus external recruitment has far reaching implications for a company
F
There are no circumstances under which a professional recruiter would look to a labour union as a source of potential applicants seeking jobs.
E
To compete for good people, recruiters are often required to offer inducements to potential recruits. Such inducements could include which of the following? A. hiring-on bonus B. location life-style C. paid professional membership or educational fees D. free on-site parking E. all of the choices
T
Tracking over time how well certain recruitment sources have worked will help guide future recruitment efforts.
F
Traditionally recruitment advertisements are sufficient, particularly when recruiting people with hard-to-find skills or when labour markets are tight.
C
Transit advertising involves: A. targeting a specific demographic or ethnic group B. ads placed in transit camps C. ads placed in buses, trains, and subways D. ads placed on surveyors' equipment E. ads that are displayed for less than a week
T
Two services offered by ESDC are the Job Bank and Jobs and the Workplace websites.
T
Unlike placement agencies, search firms tend to be more specialized in the skill level of people they look for.
C
When applicants lack necessary skills and aptitudes to be successful, additional resources must be spent in all of the following areas EXCEPT: A. training and development B. employee relations practices C. operations management D. employee communication systems E. selection
D
Where employment equity programs exist, their impact on the recruiting function is: A. generally non-existent B. there but fairly minimal C. important only in that recruiters must be aware of them, though they have no direct impact D. a constraint that must absolutely be taken into account E. up to the recruiter
E
Which of the following are some of the more popular measures to determine the effectiveness of current recruiting? A. turnover record of hires B. performance rating of hires C. number of applications received D. ratio of job offers accepted to the number of offers made E. all of the choices
C
With all of the options available for sourcing potential applicants, how does a recruiter choose which method(s) to use? A. they choose the most cost effective method B. they look for similar styles used in the past that can be applied to this recruitment need C. they answer a list of questions that will guide them to the best methods possible D. they will follow what sources are the most trendy at that time E. they are given direction by their director or manager
B
____________________ has taken off in numerous ways. In fact most organizations have a Careers section on their corporate __________. A. Television recruiting; websites B. Internet recruiting; websites C. Print advertising; newsletters D. Internet recruiting; intranet sites E. Multimedia recruiting; social media sites
